There are so many ways in which managing discipline and our disciplinary processes can (and do) go wrong:
- We are angry, and our emotions get in the way.
- Our evidence is weak – often it is hearsay evidence or based on assumptions.
- Uncertainty about the allegation: absence without leave, failure to follow instructions, desertion, absconding …? Does it make a difference?
- The issue is poor performance, but the allegation is misconduct. Does it matter?
- The employee is found not guilty because policies are unclear, overcomplicated or not being enforced.
- No record of earlier misconduct means this is a first offence.
- The chairperson is inexperienced, uncertain or plain incompetent.
Getting it wrong has consequences:
- Failure to prove your case against an uncooperative, noncompliant employee will encourage their arrogance and misbehaviour.
- The CCMA may punish you with compensation payments or (horror of horrors) send the employee back!
This is why the investigation is critically important
Get it right with Simply Communicate:
- Call us for help with the process or to chair your next hearing.
- Attend the next Simply Communicate workshop at the Pietermaritzburg & Midlands Chamber of Business:
See also Two Things to Establish at a Disciplinary Enquiry
Managing discipline: Tuesday, 05 April 2022 (08:30–12:30)
Join Ian Webster to get your policies, processes and practices right.
Cost: R730pp; R685pp for 3+ delegates; NPOs R645ppc
Contact us to run this and other workshops inhouse for your whole team.
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